The population of the UK’s capital, London, is extremely diverse, with more than one-third of its inhabitants being foreign-born. If you live there, or in any other larger city on the UK’s soil, it is next to impossible to go to a nearby shop, and not hear any languages other than English. In many sectors, people whose first language is different than English constitute a majority of workers.
However, due to Brexit, hiring foreign-born nationals is now more difficult, which can put a strain on many businesses. In a moment, you’ll learn about the new laws that govern the hiring process of people who aren’t UK citizens.
New UK Immigration Laws
On the 25th of March, 2019, the United Kingdom finally left the European Union. As a result, the country is now subject to new immigration laws that are entirely separate from those of the EU. The UK government has already announced that it will be changing the way people apply for work permits.
Experts from Cartwright King point out the first two changes worth mentioning:
- An increase in the salary threshold for those who qualify for a Tier 2 visa;
- A reduction in the number of allocated visas for skilled workers.
By increasing the minimum wage required to be eligible for Tier 2, the UK government makes it more difficult for businesses to hire people not born in the UK. This change was implemented in order to protect domestic workers, and is expected to go into effect on April 6, 2019.
Another change that’s been announced is an increase in the number of available work permits for non-EU nationals. However, this change will only come about if the UK registers economic growth at a rate above 1%. If this growth isn’t achieved, the number of available work permits will remain the same as it was before Brexit, with a maximum of 20,700 permits.
The UK’s Immigration Minister stated that “putting our own citizens and residents first is an important priority.” This statement has raised concerns among businesses that rely on foreign-born workers. Many businesses have expressed their concern over whether or not they will be able to find enough candidates who are eligible for a Tier 2 visa.
How Will These Changes Affect Recruiters?
If you’re a recruiter working with businesses in the UK, you’ll need to factor these new laws into your work. If you’ve helped your client recruit people from outside the EU, you may have noticed a difference in how they do business now. We predict that there will be a greater emphasis on hiring UK workers, but the demand for global talent will remain strong.
In addition, we expect that there will be an increase in demand for candidates who speak English as their native language. While many companies already have this requirement, we think that it will become even more important to have this skill set on your resume. In fact, we predict that many employers will start requiring additional qualifications from candidates, including overseas experience working for multinational companies, or even speaking multiple languages.
As a recruiter who works with businesses in the UK, it’s likely that you’ll need to adapt to these changes as well. Even though you may lose some of your clients due to Brexit, we think that you’ll still be able to find others who want to get ahead of these new laws, and hire top talent.
How Can Recruiters Adapt to the New Laws?
As a recruiter, you’re in a unique position. If you work with global companies, you already know that they’ll need to adapt to these changes if they want to stay competitive. But what about hiring people locally? Are there any changes that will affect them?
While you may not be able to affect many of the changes that will take place with businesses in the UK, there are some things you can do to help your clients adapt. As a recruiter, you should:
Make sure that you have software that allows you to search for candidates in multiple regions simultaneously. This will make it easier for you to help your clients hire talent who don’t live in the UK.
Make sure that you have access to job boards that allow you to post jobs outside the UK. In fact, we recommend that you start using Jobpilot.com’s platform, because it has more than 30 different job boards from around the world. This means that it’s much easier for you to get exposure for your clients’ jobs.
Are There Any Other Benefits of Adapting to These New Laws?
Yes! One of the main benefits to recruiting in other countries is that it’s easier for you to find candidates who aren’t British citizens, but are willing to move to the UK in order to work for your client. If a candidate is willing to relocate, it’s much easier for them to adjust to the culture of their new home. And since many people are still looking for work in the UK, this should be easier than ever!
If you haven’t started recruiting outside the UK yet, now is the perfect time to do so. If anything, Brexit has made it clear that it’s important for companies to have people from all over the world on their team. By adapting to these new laws, you’ll be able to help your clients hire top talent from all over the world.
Conclusion
Brexit has brought about a lot of changes for both businesses and candidates looking for work in the UK. The new laws governing immigration are making it harder for non-UK citizens to gain work visas. However, as a recruiter, it should become easier for you to find skilled candidates who are willing to relocate. After all, this is one of the best ways for them to adjust when they move!
Stay updated with all the insights.
Navigate news, 1 email day.
Subscribe to Qrius
